interview-question-bank
GitHub构建结构化、基于胜任力的面试题库，涵盖行为、技术及价值观问题。提供强弱答案标准、追问提示及评分表，确保面试公平一致，避免无指导的扁平列表或不相关题目。
触发场景
安装
npx skills add mohitagw15856/pm-claude-skills --skill interview-question-bank -g -y
SKILL.md
Frontmatter
{
"name": "interview-question-bank",
"description": "Build a structured, role-specific interview question bank with what good answers look like. Use when asked to create interview questions, an interview guide, a structured interview kit, or competency-based questions for a role. Produces questions mapped to the competencies that matter — behavioral (STAR), role\/technical, and values — each with what a strong vs. weak answer shows and follow-up probes, for fair, consistent interviews."
}
Interview Question Bank Skill
Unstructured interviews mostly measure who's charming. Structured, competency-based interviews predict performance — the same questions, mapped to what the role needs, scored against what a good answer looks like. This skill builds that question bank so every interviewer assesses the same things, fairly and consistently.
Working from a brief
Given "interview questions for a senior PM", build the bank anyway — infer the core competencies for the role and write questions for each, labelling assumptions. Provide "what good looks like" for every question. Never hand back a flat list of questions with no evaluation guidance.
Required Inputs
Ask for these only if they aren't already provided (else infer and label):
- The role — title, level, and the 4–6 competencies that actually predict success in it.
- Must-have skills — technical/functional areas to probe, and any deal-breakers.
- Values/culture — the behaviours the team cares about (collaboration, ownership, etc.).
- Format — how many rounds/interviewers, and time per interview (so the bank is sized right).
Output Format
Interview Question Bank: [role]
1. Competency map — the 4–6 competencies to assess and which round/interviewer owns each (avoid everyone asking the same thing).
2. Questions by competency — for each competency, 2–4 questions:
| Question | Type | What a strong answer shows | Red flags | Follow-up probes |
|---|---|---|---|---|
| "Tell me about a time you…" | Behavioral (STAR) | specifics, their role, the outcome, learning | vague, all "we", no result | "What would you do differently?" |
Include behavioral (past behaviour, STAR-friendly), role/technical (a realistic problem or scenario), and values questions.
3. Scoring — a simple rubric (e.g. 1–4 per competency) and the bar to advance, so scores are comparable across interviewers.
4. Fairness notes — ask every candidate the same core questions; keep questions job-related; avoid questions about protected characteristics (age, family, health, religion, etc.); focus on evidence, not "fit feeling".
Quality Checks
- Questions map to explicit competencies the role actually needs — not trivia
- Each question has "what good looks like" and red flags, so answers are scored, not vibed
- A mix of behavioral, role/technical, and values questions is included
- Competencies are distributed across rounds so interviewers don't overlap
- A simple, comparable scoring rubric is provided
- Questions are job-related and avoid protected-characteristic / illegal territory
Anti-Patterns
- Do not produce a flat question list with no evaluation guidance — that's how interviews stay inconsistent
- Do not use brain-teasers or trivia that don't predict job performance
- Do not let every interviewer assess the same competency — map and distribute
- Do not include questions about age, family status, health, religion, or other protected areas
- Do not score on "culture fit" gut feel — score on observable, job-related evidence
Based On
Structured-interview practice — competency-based, behaviorally-anchored questions with scoring rubrics and fairness/consistency safeguards.
版本历史
- a38bc30 当前 2026-07-05 11:37
